Employment Tribunal Time Limits UK: Deadlines, ACAS and Exceptions 2026
If you are thinking about making an employment tribunal claim in the UK, understanding the correct employment tribunal time limits is essential. Missing a deadline can prevent your claim from being heard, even if you believe your employer has treated you unlawfully.
As of October 2026, the rules have changed significantly. From 1 October 2026, the time limit for most employment tribunal claims increased from three months to six months, subject to transitional rules and specific exceptions. The deadline that applies to your case depends on when the relevant workplace problem occurred and the type of claim you want to bring.
You may also need to notify the Advisory, Conciliation and Arbitration Service (ACAS) before submitting your claim. ACAS Early Conciliation can pause the running of the time limit, but it does not mean you can ignore the original deadline.
This guide explains UK employment tribunal deadlines in 2026, the six-month rule, ACAS Early Conciliation, how to calculate your deadline, exceptions for late claims, and what to do if your time limit has passed.
Important: Employment tribunal deadlines are strict. The six-month rule introduced on 1 October 2026 does not automatically apply to every existing or earlier workplace dispute. Check the date of the relevant act, the type of claim and any applicable transitional provisions before relying on a deadline.
Quick Summary
| Question | Answer |
|---|---|
| What is an employment tribunal time limit? | The legal deadline for notifying ACAS and presenting an employment tribunal claim, subject to the applicable rules |
| What changed on 1 October 2026? | The time limit for most claims increased from three months to six months for qualifying matters occurring on or after the relevant commencement date |
| What is the usual deadline for earlier claims? | Three months minus one day for most claims arising before 1 October 2026 |
| What is the new deadline? | Six months minus one day for most qualifying claims arising on or after 1 October 2026 |
| Do I need to contact ACAS? | Usually, yes, unless a legal exemption applies |
| Does ACAS Early Conciliation pause the deadline? | Yes, where the applicable requirements are met and ACAS is notified within the relevant time limit |
| How long can Early Conciliation last? | Up to 12 weeks |
| Can I claim after the deadline? | Possibly, but an extension depends on the legal test applicable to your claim and the tribunal’s decision |
| Does raising a grievance extend the deadline? | No, an internal grievance, disciplinary process or appeal does not normally extend the tribunal time limit |
| Are there special deadlines? | Yes. Certain claims, including interim relief applications, have different and potentially much shorter deadlines |
| Does the new rule apply throughout the UK? | It applies in Great Britain, with limited changes to certain Northern Ireland industrial tribunal claims |
Official guidance: ACAS employment tribunal time limits.
Key Takeaway
The most important point is that employment tribunal time limits changed on 1 October 2026.
For most qualifying claims, the deadline increased from three months minus one day to six months minus one day. However, the change generally applies only where the relevant date falls on or after 1 October 2026. Earlier matters may remain subject to the previous deadline.
You should notify ACAS within the applicable time limit if you are considering an employment tribunal claim. Early Conciliation may pause the clock, and the exact calculation can depend on the facts and the legislation governing your claim.
Quick Answer: How Long Do You Have to Make an Employment Tribunal Claim in 2026?
As of October 2026, the general position is:
- Workplace problems before 1 October 2026: Usually three months minus one day for most claims.
- Qualifying workplace problems on or after 1 October 2026: Usually six months minus one day for most claims.
- Certain claims with existing special deadlines: The applicable period depends on the particular legal claim.
- Interim relief applications: Certain applications must be made within seven days of dismissal.
- ACAS Early Conciliation: May pause the applicable deadline if the statutory requirements are satisfied.
These are general rules, not a calculation of your individual deadline. If your claim involves multiple incidents, discrimination, unpaid wages, dismissal or more than one legal basis, you should check each claim separately.
What Is an Employment Tribunal?
An employment tribunal is an independent legal body that determines certain disputes between employees, workers, employers and other relevant parties.
You may consider bringing an employment tribunal claim if you believe that your legal employment rights have been breached.
Common employment tribunal claims include:
- Unfair dismissal
- Discrimination at work
- Pregnancy and maternity discrimination
- Unpaid wages and unauthorised deductions from pay
- Equal pay disputes
- Whistleblowing detriment or dismissal
- Redundancy-related claims
- Holiday pay disputes
- Some breach of employment contract claims
- Victimisation and other unlawful treatment at work
Not every workplace disagreement can be taken to an employment tribunal. Your legal status, the nature of the dispute, the remedy you seek and the relevant legislation all matter.
You can read the official guidance on when you can make an employment tribunal claim.
What Changed in UK Employment Tribunal Time Limits in October 2026?
The Employment Rights Act 2025 introduced changes to employment tribunal time limits, with the principal extension taking effect on 1 October 2026.
For most qualifying claims, the standard period increased from three months to six months. The change gives workers and employers more time to consider workplace disputes, seek advice and attempt to resolve problems before tribunal proceedings.
Employment tribunal deadlines before and after 1 October 2026
| Relevant workplace matter | General time limit |
|---|---|
| Before 1 October 2026, most claims | Three months minus one day |
| On or after 1 October 2026, most qualifying claims | Six months minus one day |
| Earlier claims already subject to a six-month period | Applicable special deadline continues to be relevant |
| Qualifying interim relief application | Generally seven days from dismissal |
The table provides a general overview. Transitional provisions and claim-specific legislation can affect the result, particularly where a dispute involves a series of acts or a contractual claim.
Does the six-month rule apply to every employment tribunal claim?
No. You should not assume that every claim automatically receives a six-month deadline.
The new rule applies to most qualifying matters occurring on or after 1 October 2026. For matters arising before that date, the previous time limit generally continues to apply.
Some claims already had a six-month deadline before the change. These include statutory redundancy pay and equal pay claims, along with certain other specified claims.
There are also special rules for breach of employment contract claims in Scotland. The change to the relevant contractual time limit takes effect on 9 November 2026, rather than 1 October 2026.
For the official explanation, read the UK Government guidance on employment tribunal time limit changes.
What Does Three Months Minus One Day Mean?
The phrase three months minus one day describes the usual deadline for many employment tribunal claims under the previous rules.
It generally means calculating three calendar months from the relevant date and subtracting one day. It does not mean counting 90 days in every case.
Example of the previous deadline
Suppose an employee was paid incorrectly on 30 September 2026.
Under the general rules applicable to a matter arising before 1 October 2026:
- Identify the relevant date: 30 September 2026.
- Add three calendar months: 30 December 2026.
- Subtract one day: 29 December 2026.
- The illustrative deadline is 11:59 pm on 29 December 2026, subject to the applicable rules and any valid adjustment.
ACAS uses this type of calculation in its guidance. However, the date of the relevant act, the type of claim and the effect of Early Conciliation must all be considered.
What Does Six Months Minus One Day Mean?
For most qualifying claims arising on or after 1 October 2026, the general time limit is six months minus one day.
This is calculated by adding six calendar months to the relevant date and subtracting one day, subject to the legislation applicable to the claim.
Example of the new deadline
Suppose your employer makes an unlawful deduction from your wages on 1 October 2026.
Under the new general time limit:
- Identify the relevant date: 1 October 2026.
- Add six calendar months: 1 April 2027.
- Subtract one day: 31 March 2027.
- The illustrative deadline is 11:59 pm on 31 March 2027, before taking account of any valid Early Conciliation adjustment or other applicable rule.
Important: Do not use this example as your personal deadline without checking the correct date and legal basis of your claim.
When Does an Employment Tribunal Time Limit Start?
The deadline usually starts from the date of the event or act that gives rise to the claim. However, the precise starting point varies according to the type of employment dispute.
1. Unfair dismissal
For many unfair dismissal claims, the relevant date is the last day of the notice period or the date of dismissal where no notice was given.
If you have been dismissed, check the termination documents and your contractual notice arrangements before calculating the deadline.
2. Unpaid wages and unlawful deductions
For an unlawful deduction from wages claim, the relevant date is generally the date the deduction occurred. Repeated deductions may raise additional questions about a series of deductions and the applicable statutory rules.
Do not assume that an unpaid amount from several months ago automatically becomes a new claim every day that it remains unpaid.
3. Discrimination at work
For discrimination claims, the deadline generally relates to the act complained of. Where several incidents form part of an alleged continuing act, the last relevant act may be important.
Whether separate incidents amount to continuing conduct is a legal question. Simply experiencing the ongoing effects of an earlier decision does not necessarily mean that a new time limit starts every day.
4. Redundancy pay
Statutory redundancy pay claims have had a different deadline from many other employment tribunal claims. You should check the specific statutory rules rather than automatically applying the general three-month or six-month period.
5. Breach of employment contract
Some breach of contract claims can be heard by an employment tribunal, subject to jurisdictional and remedy restrictions. Contractual claims may also be subject to different rules depending on where the claim is brought and the relevant date.
In Scotland, the change to the time limit for qualifying breach of employment contract claims takes effect on 9 November 2026. Do not assume that the October change applies to every Scottish contractual claim.
How Does ACAS Early Conciliation Affect Employment Tribunal Deadlines?
ACAS Early Conciliation is a process intended to help employees and employers resolve disputes without a tribunal hearing.
In most cases, you must notify ACAS before making an employment tribunal claim. ACAS may then offer Early Conciliation, during which a conciliator attempts to help the parties reach an agreement.
The process is important because notifying ACAS within the applicable time limit can pause the running of that time limit under the relevant legal rules.
How Early Conciliation works
- Identify your potential claim. Establish what happened at work and which legal rights may be involved.
- Check your deadline. Work out the applicable time limit before beginning the process.
- Notify ACAS. Use the official service if you are considering an employment tribunal claim.
- Take part in conciliation. ACAS may contact you and your employer to explore whether an agreement is possible.
- Receive the certificate. If the process ends without a settlement, ACAS will issue an Early Conciliation certificate where applicable.
- Calculate the remaining time. Use the certificate and the applicable statutory rules to establish your tribunal deadline.
- Submit your claim if necessary. Complete the tribunal claim form within the correctly calculated time limit.
Early Conciliation can last up to 12 weeks. If you notify ACAS within the relevant time limit, the law provides for the deadline to be adjusted. Where the requirements are met, you will generally have at least one month from receiving the certificate to present your claim.
The precise calculation can be complicated, particularly where more than one respondent or claim is involved.
Read the official ACAS Early Conciliation guidance.
Does Contacting ACAS Automatically Give You Another Three or Six Months?
No. Contacting ACAS does not simply grant every claimant a fresh three-month or six-month period.
The effect of Early Conciliation depends on the applicable statutory rules and the dates involved. The time limit is paused or adjusted according to those rules, rather than automatically restarting from the beginning.
For example, if you notify ACAS shortly before your original deadline, the calculation after the certificate may be different from the calculation for someone who started Early Conciliation much earlier.
Always record:
- The date of the original workplace incident
- The original time limit
- The date ACAS received your notification
- The Early Conciliation certificate date
- The date the certificate was received or deemed received
- The final calculated tribunal deadline
Keep copies of relevant correspondence and obtain legal advice if the deadline is close or uncertain.
What Are the ACAS Early Conciliation Exceptions?
Although ACAS Early Conciliation is required in most cases, the law provides certain exemptions.
According to the official guidance on making an employment tribunal claim, exemptions can include the following situations.
1. Another claimant has already complied
If you are presenting a claim on the same form as other claimants and at least one of them has complied with the Early Conciliation requirement, an exemption may apply.
2. ACAS cannot conciliate the matter
You may be exempt where the matter you are complaining about is outside ACAS’s power to conciliate.
3. Your former employer has already contacted ACAS
An exemption may apply if you can show that your former employer has already contacted ACAS about the relevant matter.
4. You are applying for interim relief
A person making a qualifying interim relief application may be exempt from the usual Early Conciliation requirement for that claim.
This is a specific legal procedure, not an exemption that automatically applies to every unfair dismissal claim.
Check the official guidance on Early Conciliation exemptions before relying on an exemption.
What Are the Exceptions to Employment Tribunal Time Limits?
In some circumstances, a tribunal may be able to hear a claim submitted after the normal deadline. However, the legal test depends on the type of claim, and an extension is never guaranteed.
1. It was not reasonably practicable to present the claim in time
Some claims, including certain unfair dismissal and unlawful deduction claims, use a test based on whether it was reasonably practicable to present the claim within the normal period.
If the tribunal is satisfied that it was not reasonably practicable to submit the claim in time, it may consider whether the claim was presented within a further reasonable period.
This is a legal test, not an automatic extension for someone who did not know the deadline.
2. A just and equitable extension for discrimination claims
For many Equality Act discrimination claims, the tribunal has discretion to extend the time limit where it considers that doing so would be just and equitable.
The tribunal may consider the circumstances of the delay and other relevant factors. However, the existence of this discretion does not mean that every late discrimination claim will be accepted.
3. Continuing acts of discrimination
If the alleged discrimination forms part of an ongoing discriminatory practice or continuing act, the date of the last relevant act may affect the deadline.
The tribunal must assess whether the events legally amount to continuing conduct. A series of separate incidents or the continuing impact of a past decision does not necessarily qualify.
4. ACAS Early Conciliation
Where the legal requirements are satisfied, notifying ACAS can pause or adjust the time limit. This is a statutory adjustment rather than a discretionary extension for a late claim.
5. Other claim-specific statutory provisions
Some claims have special rules governing the starting date, extension of time or presentation of proceedings. The relevant legislation must be checked before deciding that a claim is out of time.
Remember: A tribunal can reject a late claim even where the claimant has a genuine grievance. Seek advice promptly if you think the deadline has passed.
What Is the Seven-Day Interim Relief Deadline?
Interim relief is an urgent legal remedy available in certain types of dismissal case. It may help protect an employee’s position while the tribunal determines the claim.
For qualifying claims, an interim relief application generally must be made within seven days of dismissal.
Interim relief is available only in specific circumstances, such as certain whistleblowing dismissals or dismissals connected with trade union activities. The legal requirements are narrow, and not every unfair dismissal claim qualifies.
Because the deadline is so short, obtain specialist employment law advice immediately if you believe you may qualify.
Read ACAS guidance on employment tribunal deadlines and interim relief.
Does Raising a Grievance Extend the Employment Tribunal Deadline?
No, not normally. Raising an internal grievance does not automatically pause or extend your employment tribunal time limit.
The same general principle applies when you:
- Appeal against dismissal
- Challenge a disciplinary decision
- Ask HR to investigate a complaint
- Wait for an internal investigation
- Negotiate directly with your employer
- Ask your employer to reconsider its decision
These steps may help resolve a workplace dispute, but they do not normally change the tribunal deadline.
If you are pursuing an internal grievance, check the deadline for any potential tribunal claim at the same time. Do not wait for your employer’s final response before considering whether you need to notify ACAS.
What If Your Employment Tribunal Time Limit Has Passed?
If you believe your deadline has passed, you should act promptly rather than assume that no options remain.
Follow these steps:
Step 1: Establish the correct deadline
Check the date of the relevant act, the type of claim and whether the October 2026 change applies. The deadline may be different from the date you initially calculated.
Step 2: Check whether ACAS affected the deadline
Review any Early Conciliation notification and certificate. A valid statutory adjustment may mean that your claim is still in time.
Step 3: Identify any possible extension
Check whether the legislation for your claim allows an extension and which legal test applies.
Step 4: Gather evidence
Keep copies of dismissal letters, payslips, grievance correspondence, emails, meeting notes and other records relevant to the dispute and the reason for any delay.
Step 5: Obtain legal advice
Contact an employment solicitor, a qualified adviser or an appropriate advice service as soon as possible.
You may still be able to present a claim after the normal time limit, but the tribunal will decide whether it can accept it under the applicable law.
Common Employment Tribunal Time Limit Mistakes
Mistake 1: Assuming every claim has a six-month deadline
The October 2026 change does not automatically apply to earlier workplace matters.
Better approach: Identify the relevant date and check the transitional rules.
Mistake 2: Counting 90 days instead of calendar months
Three months minus one day is not necessarily the same as 89 or 90 days.
Better approach: Calculate using the applicable calendar-month rule and verify the final date.
Mistake 3: Waiting for an internal grievance outcome
Grievances and appeals do not normally pause the tribunal deadline.
Better approach: Track your potential tribunal deadline while following internal procedures.
Mistake 4: Assuming ACAS gives you a new full time limit
Early Conciliation affects the deadline under specific statutory rules.
Better approach: Recalculate the deadline using the notification and certificate dates.
Mistake 5: Assuming a late claim will automatically be accepted
Extensions depend on the applicable law and the tribunal’s assessment.
Better approach: Seek legal advice immediately if the normal deadline may have expired.
Mistake 6: Ignoring a seven-day interim relief deadline
Some urgent applications have a much shorter deadline than ordinary claims.
Better approach: Obtain immediate advice if interim relief might apply.
Employment Tribunal Time Limit Checklist
Before taking action, make sure you have checked the following:
- Identify the legal claim you may want to bring.
- Record the date of the relevant workplace incident.
- Check whether the matter occurred before or on or after 1 October 2026.
- Check whether a special statutory deadline applies.
- Calculate the original time limit.
- Check whether ACAS Early Conciliation is required.
- Notify ACAS within the applicable time limit if required.
- Keep your Early Conciliation certificate and correspondence.
- Calculate the adjusted deadline after Early Conciliation.
- Collect relevant documents and evidence.
- Check whether a legal extension or exemption may apply.
- Seek professional advice if your deadline is close or uncertain.
Example: An Unfair Dismissal Claim in October 2026
Suppose an employee is dismissed on 15 October 2026 and believes the dismissal was unfair.
The employee should:
- Check the date of dismissal and any relevant notice period.
- Establish whether the new six-month time limit applies to the claim.
- Check whether they meet the legal requirements for an unfair dismissal claim.
- Notify ACAS within the applicable time limit, unless an exemption applies.
- Keep a record of the Early Conciliation certificate and dates.
- Calculate the final deadline under the relevant statutory rules.
- Submit the employment tribunal claim in time if the dispute is not resolved.
The employee should not assume that the new deadline automatically means six months from the date they first speak to a solicitor or raise a grievance. The relevant statutory date and any valid adjustment determine the calculation.
Example: A Discrimination Claim Before October 2026
Imagine an employee experienced alleged workplace discrimination on 15 September 2026.
Because the relevant incident occurred before 1 October 2026, the employee should generally assess the claim using the previous time limit, subject to the particular legal provisions and any valid adjustment.
The employee should also consider whether the complaint involves a series of acts, whether a later incident is relevant and whether the tribunal could have discretion to extend time.
They should not assume that the new six-month rule automatically applies simply because they are considering making a claim in October or November 2026.
How to Make an Employment Tribunal Claim
If your dispute cannot be resolved and you decide to proceed, you will generally need to submit an employment tribunal claim using the official procedure.
- Identify the claim: Establish the legal basis of your complaint.
- Check the deadline: Calculate the applicable time limit.
- Notify ACAS: Complete Early Conciliation where required.
- Obtain your certificate: Keep the certificate reference if Early Conciliation ends without a settlement.
- Complete the ET1 form: Provide the required details about yourself, the respondent and your complaint.
- Submit the claim: Ensure the tribunal receives a valid claim within the applicable time limit.
Most claims require an Early Conciliation certificate number or a valid declaration that an exemption applies. A defective or rejected submission can create further deadline problems, so avoid leaving the process until the final day.
Start with the official GOV.UK employment tribunal claim guidance.
Frequently Asked Questions
What is the employment tribunal time limit in the UK in 2026?
For most qualifying workplace matters occurring on or after 1 October 2026, the time limit is six months minus one day. For most matters arising before that date, the previous period of three months minus one day generally continues to apply. Specific claims and transitional rules may produce a different result.
Did employment tribunal time limits change on 1 October 2026?
Yes. The general time limit for most qualifying claims increased from three months to six months from 1 October 2026. The change generally applies to relevant matters occurring on or after that date.
Is the employment tribunal deadline three months or six months?
It depends on the date and type of claim. Most earlier claims remain subject to the previous three-month period, while most qualifying claims arising on or after 1 October 2026 have a six-month period.
Does ACAS Early Conciliation stop the tribunal clock?
Yes, where the relevant statutory requirements are satisfied. Notifying ACAS within the applicable time limit can pause or adjust the deadline. You must still calculate the final deadline correctly.
How long does ACAS Early Conciliation last in 2026?
ACAS Early Conciliation can last up to 12 weeks. The length of the process does not mean that every claimant receives a fresh 12-week extension in addition to their original deadline.
Do I have to contact ACAS before an employment tribunal claim?
Usually, yes. Most claimants must notify ACAS before submitting a claim, unless a legal exemption applies. You should check the official guidance for your circumstances.
Can I make an employment tribunal claim after three months?
Possibly. Some claims now have a six-month deadline, depending on when the relevant matter occurred. For earlier claims, an extension may be possible under the applicable legal test, but it is not guaranteed.
Can a tribunal accept a late discrimination claim?
In many Equality Act discrimination cases, a tribunal has discretion to extend time where it considers that doing so would be just and equitable. The tribunal considers the circumstances of the case, and an extension is not automatic.
Does raising a grievance extend the tribunal time limit?
No, an internal grievance, disciplinary procedure or appeal does not normally extend the tribunal deadline. You should check the deadline separately while following your employer’s internal process.
What is the deadline for interim relief?
For qualifying applications, interim relief generally must be requested within seven days of dismissal. This is a specialised remedy with strict eligibility requirements.
Does the six-month deadline apply to discrimination claims?
The new general time limit applies to most qualifying claims from 1 October 2026, but transitional provisions and the rules governing the specific discrimination claim must be checked. Earlier incidents may remain subject to the previous period.
What happens if I miss my employment tribunal deadline?
Your claim may be rejected or dismissed as out of time, although certain claims can qualify for an extension. Contact ACAS or obtain legal advice promptly to establish your options.
Does the new six-month deadline apply in Scotland?
The general changes apply in Great Britain. However, the change to qualifying breach of employment contract claims in Scotland takes effect on 9 November 2026, so the applicable date must be checked carefully.
Where can I check official employment tribunal deadlines?
You can consult the ACAS employment tribunal time limits guide and the GOV.UK employment tribunal guidance.
Final Thoughts
Understanding employment tribunal time limits in the UK is essential if you are considering taking legal action against an employer. Missing the deadline can put your claim at risk, so you should establish the correct time limit as early as possible.
The October 2026 changes are particularly important. For most qualifying claims arising on or after 1 October 2026, the general time limit increased to six months minus one day. However, earlier workplace matters, specific claim types and transitional provisions can affect the applicable deadline.
Remember these key points:
- The general time limit changed on 1 October 2026.
- Most qualifying new claims have a six-month-minus-one-day deadline.
- Most earlier claims remain subject to the previous three-month-minus-one-day deadline.
- ACAS Early Conciliation can pause or adjust the time limit when the statutory conditions are met.
- Internal grievances and appeals do not normally extend the deadline.
- Some discrimination claims may qualify for a just and equitable extension.
- Certain urgent interim relief applications have a seven-day deadline.
- The deadline for Scottish breach of employment contract claims changes on 9 November 2026.
If you are unsure whether your employment tribunal claim is in time, check the official guidance and obtain appropriate legal advice promptly. Do not assume that a deadline has been extended without confirming the applicable rules.
Official resources:
